rCDeclassified and Approved For Release @50-Yr 2014/02/19: IA-RDP65B00383R000500030003-6 [COMMITTEE PRINT] SUMMARY ANALYSIS OF THE PRESIDENT'S PROPOSAL FOR REFORM OF FEDERAL STATUTORY SALARY SYSTEMS (H.R. 10480) COMMITTEE ON POST OFFICE AND CIVIL SERVICE HOUSE OF REPRESENTATIVES PREPARED BY THE UNITED STATES CIVIL SERVICE COMMISSION MARCH 1962 U.S. GOVERNMENT PRINTING OFFICE 81263 WASHINGTON: 1962 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 COMMITTEE ON POST OFFICE AND CIVIL SERVICE TOM MURRAY, Tennessee, Chairman JAMES H. MORRISON, Louisiana JAMES C. DAVIS, Georgia KATHRYN E. GRANAHAN, Pennsylvania THADDEUS J. DULSKI, New York DAVID N. HENDERSON, North Carolina ARNOLD OLSEN, Montana JOSEPH P. ADDAI3B0, New York RICHARD H. 'CHORD, Missouri CATHERINE D. NORRELL, Arkansas MORRIS K. UDALL, Arizona DOMINICK V. DANIELS, New Jersey LINDLEY BECKWORTH, Texas WALTER H. MOELLER, Ohio CHARLES E. JOHNSCH-1 Staff Director ROBERT J. COR BETT, Pennsylvania H. R. GROSS, Iowa JOEL T. BROYHILL, Virginia AUGUST E. .TORANSEN, Michigan GLENN CUNNINGHAM, Nebraska GEORGE M. WALLHAUSER, New Jersey ROBERT R. BARRY, New York KATHARINE ST. GEORGE, New York JOHN H. ROUSSELOT, California EDWARD J. DERWINSKI, flhinois ROBERT F. ELLS WORTH, Kansas Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 CONTENTS Page Introduction 1 I. Approach to pay reform 3 II. Setting Federal salaries at private enterprise levels 8 III. The President's legislative proposal 11 IV. Conclusion 16 Appendix 1. Classification Act salary schedules 17 Appendix 2. Postal field service salary schedules 19 Appendix 3. Examples of State, local government, and university salaries_ 23 ILL Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 SUMMARY ANALYSIS OF THE PRESIDENT'S PROPOSAL FOR REFORM OF FEDERAL STATUTORY SALARY SYSTEMS (Prepared by the U.S. Civil Service Commission) INTRODUCTION One and a half million career employees are paid under Federal statutory pay systems at an annual payroll cost of about $10 billion. This outline presents the President's proposal for reform of these systems. It presents?The requisites of a sound Federal salary system and the short-comings of present statutory systems. Basic principles, standards, and methods for setting and controlling Federal salaries. The major features of a proposed bill incorporating a three-phase program for placing reforms in effect. The functions of a public salary system are to facilitate hiring and retention of a high quality level of Government personnel and to control payroll expenditures, with equity to the employee and the taxpayer. The standard proposed for judging Federal salaries is the "national average" private enterprise level, a conservative quality standard compared to a quality standard common among leading private firms of "better than our competitors." SCOPE OF PROPOSAL r This proposal would reform civilian pay systems where pay is fixed by Federal statute: System Employees covered Annual payroll Classification Act Postal field service Veterans' Administration, Department of Medicine and Surgery Foreign Service Total 1, 010, 000 500.000 22,000 15,000 Billions $0.3 3.4 .2 .15 1, 637, 000 10.05 The proposal is based on principles in accord with those which now govern the wage-board system which covers about 660,000 Federal trades and crafts workers. 1 IDeclassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 2 REFORM OF FEDERAL STATUIORY SALARY SYSTEMS 1,010,000 Fmployees 660,000 ftployees Classification Act 42% Wage Board 27%' 140,000 Bnployoce 1 590,000 EMPloYfeel ? DISTRIBUTION OF FULL-TIME FEDERAL EMPLOYEES .BY PAY SYSTEM - 1961 TOTAL 2,400,000 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 STA U TORY SALARY SYSTEMS 3 L APPROACH TO PAY REFORM REQUISITES OF A FEDERAL PAY SYSTEM Responsibility to the public?To pay enough to permit competent staffing, so as not to en-danger the national security and the needed public service. To pay no more than is needed for these objectives. Equity for the Federal employee?With other Federal employees. With his equals throughout the national economy. Executive discretion?To adapt pay to the individual and to special needs. To use pay for motivation. To initiate general adjustments as required. PRESENT DEFECTS OF STATUTORY PAY SYSTEMS Fulfillment of the responsibility for competent staffing is increas-ingly difficult. Low Federal rates place the Government at a serious disadvantage in recruitment, especially with respect to professional and managerial talent. Many inequities exist?Among Federal pay systems, where some supervisors under one system are paid less than their subordinates who are under another system. Within systems, where pay structures have decayed, leaving inadequate pay distinctions and pay incentives and developing forms of inequity. Between the Federal employee and his equals throughout the national economy. Only in a few of the lower grades has Federal pay kept pace with average private enterprise pay rates. Little executive discretion is permitted in pay administration under the Classification Act and postal pay statute. The executive bfaach has heretofore not fully exercised either its natural managerial or its statutory responsibility for leadership on pay. BASIS FOR REFORM Federal pay reform should be based upon two principles and upon establishment of executive branch machinery for maintaining the principles in effect. Principles The comparability principle.?Federal salary rates shall be com-parable with private enterprise rates for the same levels of work. Adoption of this principle assures equity for the Federal employee with his equals throughout the national economy, provides more nearly competitive rates for recruitment, and supplies an objective yardstick for immediate reform and for subsequent adjustments of the level of Federal salaries. The internal alinement principles?There shall be equal pay for equal work, and pay distinctions in keeping with work and perform-ance distinctions. Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 4 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS This principle is already stated in the current Classification Act and other Federal salary statutes. Making it effective fulfills the requisite of equity among Federal employees and constitutes the reform of pay structure and rules. The establishment of salary schedules should result from the joint application of the two principles. Executive branch role To achieve reform and to maintain sound pay systems with proper controls, the executive must assess needs regularly and develop pro-posals for salary adjustments and for other improvements in salary systems. THE COMPARABILITY PRINCIPLE The principle of basing Federal salaries on private enterprise rates is sound. It provides a logical and factual standard of judgment. It insures equity and more nearly competitive rates. It encompasses other legitimate pay factors such as cost of living, standard of living, and productivity as those factors are resolved into the "going rate" over bargaining tables throughout the economy. The principle has wide acceptance. The Federal Government first adopted it 100 years ago for navy yard workers, and has since applied it to all Federal workers in trades and crafts, to TVA, and to Government work contractors through the Walsh-Healey and Davis-Bacon Acts. It is used by corporations, by many State and local governments, and by some other national governments. It is feasible to apply the principle. The BLS national survey of professional, administrative, technical, and clerical pay provides annually the requisite data on private enterprise pay. There are technically valid and established methods for translating the BLS data into Federal sala,ry levels equivalent to those of private industry. THE INTERNAL ALINEMENT PRINCIPLE The internal alinement principle is now in force as to equal pay for equal work, but pay distinctions frequently fall short of work and per-formance distinctions. Federal salary structures require improvement in this respect. Differences between salary scales at successive grade levels should reflect the position classification or other alinement plan. Under the Classification Act, for example, positions are classified in work zones of uniform size from GS-1 through GS-11 and zones of doubled magnitude from GS-11 through GS-18; salary intervals between grades should follow the same general pattern. Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @ 50-Yr 2014/02/19 : CIA-RDP651300383R000500030003-6 REFORM OF FEDERAL STATUTORY SALARY SYSTEM 5 Within-grade step increases reward and encourage improved per-formance. Step increases?Should be of sufficient size to be felt as material incentives. Should come more rapidly in the first years in a grade, when performance should improve most; and should come less rapidly in later years when the aim is to motivate continued good performance. Should cover the term of most careers in a given grade. Policy in use of rates should permit flexibility in their application within pay schedules, including?Hiring above the entry rate when the individual's qualifications warrant. Extra step increases for extra competence. Upward adjustment of salary ranges when necessary to enable the Government to attract and hold well-qualified personnel, in shortage occupations and in rare instances of exceptionally high pay areas. EXECUTIVE ROLE IN PAY The President's role in pay stems from his responsibility as Chief Executive and under statute: As Chief Executive he must assess the pay requirements for competent operation of the Government. He must be concerned with equity for the Government em-ployee who lacks the means available to the private enterprise employee for achieving such equity. He has been enjoined to action by section 1102 of the Classifica-tion Act of 1.949. He must see to the execution of salary legislation enacted by Congress. EXECUTIVE BRANCH SALARY REVIEWS AND RECOMMENDATIONS In order to support the President in his responsibilities for initiating salary adjustments and improvements in statutory systems, the executive branch must carry out certain functions: Compare Federal salary levels with salaries in private en-terprise as reported each year by the Bureau of Labor Statistics. Consider the need for revisions in salary structures and policies in the light of current programs, activities, and problems. Consult with employee representatives. Recommend appropriate salary action. Staff functions in salary matters are now performed as a joint activ-ity of the Civil Service Commission and the Bureau of the Budget as a part of their current staff responsibilities to the President. 81263-62-2 Declassified and Approved For Release @50-Yr 2014/02/19 : CIA-RDP651300383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19 : CIA-RDP65600383R000500030003-6 Percentage Differentials Pork Zones ._ - ! I I 1.1 I I I REPOSED CIASHIFICAUOP raft= DIMICE112121 F. ACP I I 1 . - ml , ew - _ - _ _ _ - - _ _ - 1, _ - _ - _ _ _ - _ Ns 4Itterentie1 of lees then 100 _ - - _ - - - - - i ? I i I I I I I i I I 1 i 1 - - - - - I I I I I Declassified and Approved For Release 32 13 13 16 IT 50-Yr 2014/02/19 : CIA-RDP65600383R000500030003-6 laRal 30 TAR104 ? STATUTORY SALARY SYSTEMS Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 PROMISE) CLASSEPICATION ACT WITRIN-ORADE MP PROGRESSION 8 7 6 5 3 o Each step increase would be 3-1/3% of entry rate, 2 o Increases for extra competence could speed the progression 1? I 1 1 I I I J _I_ I 1 I 1 1 1 2 3 4 5., 6 7 B 10 11 12 13 14 15 16 17 Years Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 8 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS II. SETTING FEDERAL SALARIES AT PRIVATE ENTERPRISE LEVELS DEVELOPING FEDERAL SALARY SCHEDULES AT PRIVATE ENTERPRISE LEVELS There are three major steps in developing a Classification Act salary schedule at levels comparable with salaries in private firms. BLS surveys private enterprise rates and reports national averages. A Classification Act pay line is fitted to the grade averages of rates reported by BLS. A Classification Act pay schedule is constructed upon this pay line. Salary schedules for other statutory systems are derived by linking key levels of those systems with appropriate Classification Act grades. BUREAU OF LABOR STATISTICS SURVEY , The BLS surveys annually, as a part of its community wage survey program, salary rates paid in private enterprise for 70 professional, administrative, technical, and clerical jobs. Jobs surveyed?Consist of work which is essentially the same in Government and industry. Occur frequently in both Government and industry. Are representative of grades GS-1 through GS-15 of the Classification Act. Salary information is collected in?Eighty metropolitan areas, selected to be representative of all U.S. metropolitan areas. All industries which are major employers of the occupations surveyed: Manufacturing, public utilities, wholesale and retail trade, finance, and some service industries. Establishments with 250 or more employees, selected to be representative of industries and areas: Clerical and technical data collected from 6,000 establish-ments. Professional and administrative data collected from 1,600 establishments. TRANSLATION OF BLS DATA INTO A CLASSIFICATION ACT PRIVATE ENTERPRISE EQUIVALENT PAY LINE National average rates for jobs matching each Classification Act grade were combined into a grade average. Some BLS data was screened out of consideration?For grades where jobs surveyed were insufficiently representa-tive. Declassified and Approved For Release @50-Yr 2014/02/19: IA-RDP65B00383R000500030003-6 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 ? REFORM OF FEDERAL STATUTORY SALARY SYSTEMS 9 One category which could not be matched with a specific GS grade. Grade BLS national average rates combined for each GS grade Current (1960) Classi-fication Act rates (4th rate) Arithmetic average Weighted (by Federal pop-ulation) average GS-1 GS-2 GS-3 GS-4 $3, 119 3,628 4, 093 5, 027 $3, 119 3, 567 4, 014 4,968 $3, 500 3, 815 4, 075 4, 355 GS-7 6, 648 6, 745 5,850 GS-9 7, 776 7, 848 6,930 GS-11 9,457 9, 632 8,340 GS-12.. 11,229 11, 350 9, 735 GS-13_ 13, 152 13, 167 11, 415 GS-14 15,362 15, 604 12, 990 GS-15 19, 348 19, 313 14, 705 Since the two sets of averages are nearly identical, the arithmetic average is used, because it is simple in concept and application. A consistent and logical Classification Act pay line is fitted to the arithmetic grade averages. A line of ideal internal alinement passed too far below the averages at some important recruitment levels and too high above at other grades. A line of modified internal alinement fitted better. $40.000 35,000 30,000 25,CCO 20,000 15,000 10,000 5,000 COMPARABILITY PAY?LINE, CURRENT CLASSIFICATION ACT, AND 21 COMPANIES - /_ / / I / 0 AVERAGE OF PRIVATE EXPERPRISE .--RATES --a-- 21 CCAPANY MIDDLE ROES ? CURRENT CLASSIFICATION ACT / / I 4TH STZP-RATE LINE . --MIME EQUIVALENT TO PRIVATE4N1FRPRISE IEVEIS / / / A .... .. .../ ....." ..,' ../' o....., ..." ...d. ....-'11.... ...-- ..0--*".. ..rs" ....--_.--,..if--A"..... tr , .1 GS 1 2 3 4 5 6 7- 8 9 10 11 12 13 14 15 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 iu REFORM OF FEDERAL STATUTORY SALARY SYSTEMS Characteristics of Classification Act private enterprise equivalent pay line Grade Grade aver- ages of private enterprise rates Rates on line of corn- parability Intervals between levels of same magnitude Increase above current 4th rate of grade Percent Percent GS-1 $3,119 $3,300 GS-2 3,628 3,705 08-3 4,093 4, 150 25. 8 1.8 08-4 5,027 4, 635 6.4 08-5 5,170 24.6 6.8 GS-6 5,780 8.2 GS-7 6,648 6,380 23.4 9. 1 GS-8 7,055 10.7 05-9 7, 776 7, 800 22. 2 12.6 GS-10 8, 580 14.6 GS-11 9,497 9,435 21.0 13.1 08-12 11,229 11,305 19.8 16.1 08-13 13,152 13, 405 18.6 17.4 GS-14 15, 362 15, 735 17.4 21. 1 GS-15 19,348 18,285 16.2 24.3 GS-16 21,030 15.0 31.2 GS-17 23,930 13.8 38.2 GS-18 26, 945 12.6 32.4 There were no nationally representative salary data for grades above GS-15. The rates at these grades were determined by exten-sion of the line on the basis of the internal alinement principle. The upper end of the line thus derived was then tested against the rates found in the 1960 Civil Service Commission study of 21 large com-panies, and the line was found to run well below rates paid in these companies. The Commission study had found that the 21 companies' pay rates for a majority of the positions studied at each level fell within these brackets: Pay bracket for majority 1 of positions studied in 21 Classification Act grade for equivalent responsibilities: companies GS-16 $20, 000?$30, 000 GS-17 27, 500? 37, 500 GS-18 32, 500? 45, 000 I Minority of jobs paid above or below these ranges were about equally distributed between those above and those below. CLASSIFICATION ACT PRIVATE ENTERPRISE EQUIVALENT SALARY SCHEDULE The Classification Act salary schedule at levels comparable to salary levels in private firms was constructed by adopting the rates on the private enterprise equivalent pay line as the fourth rates of corre-sponding Classification Act grades, because?BLS reports average salaries (including salaries of people with both long and short service in job categories); Fourth rate of grade best represents similar average rates of Classification Act employees. The schedule was developed from the fourth rates, using the within-grade structural features of an entry rate and nine increases of 3% percent each. Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS 11 EXTENDING PRIVATE ENTERPRISE EQUIVALENT SALARIES TO OTHER FEDERAL SYSTEMS ? The BLS survey furnishes private enterprise salary data for occu-pations representative of the Classification Act. The special types of positions under other statutory salary systems have few, if any, counterparts in private firms. The principle of Federal salaries com-parable to those in private employment was extended to other Federal systems by linking several key levels of each system with equivalent Classification Act grades. Linkage is based in most cases on an evaluation of duties, responsi-bilities, and qualification requirements at key levels of other systems and a determination of their appropriate GS grades under the Classi-fication Act. It also takes into account other factors which should affect pay, such as opportunities for advancement, career patterns, and special requirements of the service concerned. All linkages were concurred in by the Bureau of the Budget, the Civil Service Com-mission, and the department or agency concerned. For each key level thus linked with a Classification Act grade, the fourth salary rate of the GS grade was adopted as the fourth rate of the linked level; or a GS grade's single rate became the single rate of the related level in the other system. Salary rates for other levels of the system concerned were developed in accordance with the internal alinement suited to conditions and needs of the specific service. III. THE PRESIDENT'S LEGISLATIVE PROPOSAL MAJOR FEATURES OF PROPOSED BILL The bill would?Place statutory salary schedules on a basis of comparability with private enterprise salary levels. Improve the salary structures of statutory systems. Provide needed flexibility for salary administration. Bring under the appropriate system a number of positions now paid at special statutory rates. To avoid undue budgetary and economic impact in any one year, private enterprise equivalent salary levels would be brought about through a three-phase program. The bill provides three salary schedules for each system, effec-tive in January 1963, January 1964, and January 1965, respec-tively. Annual cost increases under the 3-year program and under the first phase effective January 1963, in millions of dollars: 3-year pro-gram 1st phase Classification Act 733. 7 307.2 Postal field service 287.0. 118.3 Veterans' Administration, Department of Medicine and Surgery 31.3 12.4 Foreign Service 26. 5 10. 1 Total 1, 058. 5 448. 0 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 12 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS Changes in national salary levels before the second phase and the third phase would be taken into account in the President's annual recommendation to Congress under title I of the bill. Structural and other reforms would become effective in January 1963. TITLE I.-POLICY AND IMPLEMENTATION A statutory controlling policy: Federal salaries would be based clearly on the principles that?(a) There shall be equal pay for substantially equal work, and pay distinctions shall be maintained in keeping with work and performance distinctions; and (b) Federal salary rates shall be comparable with private enterprise salary rates for the same levels of work. Implementation would call for?Systematic annual review of salaries: The President would be required each year? - To have prepared for him a report comparing Federal salaries with those in private enterprise as shown by annual surveys of the Bureau of Labor Statistics. After seeking views of employee organizations, to report to Congress this comparison, with any recommendations for revisions in salary schedules, structure, or policy that he deems advisable. Special rates to meet special needs: To enable the Government to compete for well-qualified personnel under all circumstances, the President or an agency he designates would be able to estab-lish special rates when exceptionally high private enterprise rates in an occupation or a location handicap the Government's recruitment or retention of well-qualified personnel. The entire rate range of the grade could be increased, an improvement over the present section 803 of the Classifica-tion Act which permits raising only the entrance rate. The new minimum rate could not be any higher than the maximum shown for the grade in the statutory salary schedule. Policy control by the President over the functions and regu-lations of the Civil Service Commission and the departments with respect to statutory salary systems. TITLE II.-CLASSIFICATION ACT REFORM This title prescribes three salary schedules effective in January 1963, January 1964, and January 1965, respectively. Appendix 1 includes an analysis of the three schedules and a copy of each. Salary increase during the three phase program would?Be greater at the higher than at the lower grades. For example, 3.7 percent at minimum of GS-1, 9.1 per-cent at GS-7 fourth rate, 24 percent at GS-15 fourth rate, and 32 percent at GS-18. An inescapable feature of the salary reform, as higher grade salaries have been allowed to lag farthest behind national levels. Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS 13 Upper Federal salaries now lag behind those of many State and local governments and universities, as shown in appendix 3. Provide a minimum increase of $120 (in first phase, $40). Average 11 percent (in first phase, 4.6 percent. Structural reforms would?Regularize most of the differences between salaries at successive grades. As a general pattern, percentage differences between grades would decrease slightly going up the schedule. Substantial relief for present compression between top and bottom salaries. Add two new grade levels, GS-19 and GS-20, primarily for high-ranking bureau director and other positions now paid spe-cific statutory salaries under Executive Pay Act or other laws. Personal action of President, after Civil Service Commis-sion recommendation, necessary for a position to be placed in new grades. Establish uniform 30-percent salary ranges for all except top five grades. Entry rate and nine step increases of 3% percent, sufficient to serve as material incentives. Current longevity rates would be retained but absorbed within new range for each grade, thus removing unnecessary now-existing restrictions on their use. Revise existing length-of-service requirements for within-grade increases. One year for each of first three increases, 2 years each for next three, 3 years each for final three. Increases most frequent when proficiency on job normally increases most. Increases would extend over 18 years, covering longest periods Classification Act employees spend in a given grade. New provisions for improved pay administration would?Permit merit increases, not oftener than once a year, under Commission regulations?To reward and encourage high-quality performance. To match established practice in private enterprise. Authorize, under Commission regulations, appointing indi-viduals with extra qualifications at salaries above minimums of grades?To help attract high-quality personnel to Federal service. To match methods used by private firms. Authorize, under Commission regulations, raising the rate of a supervisor to any rate of his grade necessary to exceed the rate of a wage-board employee under his supervision. Some such cases could be expected, even under private enterprise equivalent salary schedules. Remove numerical limitations on GS-16, GS-17, and GS-18. Such limitations are inconsistent with principle of equal pay for equal work and pay distinctions in proportion to work distinctions. Existing special agency authorities would thereby become unnecessary and would accordingly be repealed in this title. Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 14 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS Assure employees of at least a two step salary increase on promotion. A provision in H.R. 1010, passed by House of Representa-tives August 22, 1961. TITLE III.-REFORM OF POSTAL FIELD SERVICE SALARIES Title III prescribes three postal field service salary schedules, effec-tive in January 1963, January 1964, and January 1965, respectively. Appendix 2 includes an analysis of the three schedules and a copy of each. Private enterprise levels were extended to postal field service salaries by linking salaries of?PFS-20 with GS-17. PFS-11 with GS-11. PFS-4 with GS-5: Equating PFS-4 with a grade as high as ? GS-5 based not on job evaluation but on considerations of unique character of postal occupations at this level, absence of oppor-tunities for promotion, and full career served at this level by many clerks and carriers. Fourth rates of the three Classification Act grades were adopted as the fourth rates of the corresponding PFS levels. Salaries for other levels were established by applying uniform differentials be-tween successive levels from PFS-1 through PFS-10 and another set of uniform differentials from PFS-11 through PFS-20. Salary ranges proposed for postal levels follow the proposed Classifi-cation Act pattern but are wider at the lower postal levels where, because of the nature of the postal service, many employees spend their entire careers in a single level. Twelve within-grade increases, spread over 27 years and amounting to a 40-percent rate range, would be established for PFS-1 through PFS-6. The new, widened ranges would embrace the former longevity increases as well as the former scheduled rates. New provisions on pay admioistration would?Authorize merit increases in recognition of extra competence. Permit appointments at salaries above minimums of PFS levels for individuals with extra qualifications. Guarantee employees at least a two-step salary increase on promotion (three steps if promoted three or more grades). Postal salary increases under the total three-phase program would: Be greater at the higher than the lower levels (especially in 1964 and 1965). For example, minimum rate of PFS-1 would rise 8.5 percent, PFS-20 would rise 26.5 percent. Average 7.9 percent (in first phase, 3.5 percent). Although the average increase for the Postal Service as a whole is lower than for the Classification Act, nevertheless at the most heavily populated (377,000) postal level, PFS-4, the average increase (7.5 percent) would be greater than at the corresponding Classification Act grade GS-5 (6.6 percent). Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS 15 TITLE IV.-REFORM OF SALARIES OF VETERANS' ADMINISTRATION, MEDICINE AND SURGERY This title prescribes three sets of salaries for positions of directive staff, physicians, dentists, and nurses in the Department of Medicine and Surgery of the Veterans' Administration, effective in January 1963, January 1964, and January 1965, respectively. Private enterprise levels were extended to these salaries by linking salaries of?Chief medical director with GS-20. Physician, director grade with GS-16. Physician, associate grade with GS-11. Director, nursing service with GS-15. Nurse, junior grade with GS-6. As at present, salary ranges for intermediate medicine and surgery grades would generally follow the Classification Act pattern. TITLE V.-REFORM OF FOREIGN SERVICE SALARIES This title contains three sets of schedules for Foreign Service officers and staff, effective in January 1963, January 1964, and January 1965, respectively. Private enterprise levels were extended to Foreign Service salaries by linking?Career ambassador with GS-20. FSO-4 with GS-13. FSO-8 with GS-7. FSS-10 with GS-4. Intervals between salaries at successive levels would follow regu-larized patterns. The FSS schedule would adopt the Classification Act 30-percent-rate range pattern. Twenty-percent ranges would fit Foreign Service officer career patterns, because of the promotion system and other factors. As in other statutory systems, and for the same reasons, salary-increases would be greatest at the higher levels. TITLE VI.-REPEAL OF SPECIFIC STATUTORY SALARIES Title VI would repeal provisions in the Federal Executive Pay Act or other statutes fixing specific salaries for a number of bureau heads and other positions. The positions concerned would thus be returned to the Classification Act or other appropriate system. Most positions returned to the Classification Act would go into new grades GS-19 and GS-20. This action would be based on the policy that?Positions of department secretaries, deputies, and assistants; of agency heads and deputies; and of chairmen and members of commissions and boards are appropriate for inclusion under an Executive Pay Act. Other positions, including bureau heads, should be paid under career-type salary systems. Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 16 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS TITLE VII.-SALARIES OF CERTAIN SCIENTIFIC AND PROFESSIONAL P OSITIONS This title would increase and automatically relate to the Classifica-tion Act the salary ranges for specified numbers of positions, mostly scientific or professional, now provided in Public Law 313 and similar statutes. Current ranges are generally $12,500 to $19,000. New provisions would establish a range from the minimum salary of grade GS-16 to the top salary of Grade GS-18 for these positions. The ranges would become?January 1963: $16,400 to $20,315. January 1964: $17,970 to $22,740. January 1965: $19,125 to $24,500. Thirty positions in NASA which may now be paid up to $21,000 could be paid up to $24,500 beginning in January 1963. Any additional increases in GS-16 to GS-18 Classification Act salary levels would automatically extend to the groups of positions covered by title VII. IV. CONCLUSION The proposal which has been outlined would?Establish a "governor" policy or standard which objectively controls the level of Federal salaries and automatically sets adjust-ments in motion when needed. Move systematically toward placing Federal statutory salaries at levels comparable with salary levels in private enterprise. Establish equitable relationships among Federal salary systems. Permit better use of pay rates for recruitment and motivation. Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 APPENDIXES APPENDIX 1. CLASSIFICATION ACT Analysis of 8-phase salary reform plan for Classification Act (based on Bureau of Labor Statistics data, 1981) Grade Number of employees Current schedule January 1963 January 1964 January 1965 4th rate Inter- val be- tween grades (per- cent) New 4th rate Percent of 1961 compare- bility Inter- val be- tween grades (per- cent) Increase at 4th rate New 4th rate Percent of 1961 compare- bility Inter- val be- tween grades (per- cent) Increase at 4th rate (cumula- tive) New 4th rate Percent of 1961. compare- bility Inter- val be- tween grades (per-cent) Increase at 4th rate (cumula-tive) Dollars Percent Dollars Percent Dollars Percent _ 3S-1 2,133 $3,500 I $3, 540 40 1.1 '$3,580 80 2.3 '$3,620 120 3.4 3S-2 35, 233 3,815 9. 0 3 3, 855 8. 9 40 1. 0 I 3,895 8. 7 80 2. 1 I 3, 935 8. 7 120 3. 1 3S-3 156, 621 4,075 6.8 1 4, 115 6. 7 40 1.0 '4, 155 6. 7 80 2.0 1 4, 195 6.6 120 2. 9 35-4 164,343 4, 355 6. 9 4,530 97. 7 10. 1 175 4.0 4,595 99. 1 10.6 240 5.5 4,635 100 10.5 280 6.4 3S-5 122,012 4,840 11. 1 8,015 97.0 10. 7 2 175 3.6 5, 110 98. 8 11. 2 270 5.6 5, 170 100 11. 5 330 6.8 1S-6 50,974 5,325 10.0 5, 545 96.3 10. 6 220 4. 1 5, 675 98.5 11. 1 350 6. 6 ? 5, 760 100 11.4 435 8. 2 3S-7 91,436 5,850 9. 9 6, 095 95. 5 9.9 245 4. 2 6, 265 98. 2 10.4 415 7. 1 6, 380 100 10.8 530 9. 1 36-8 24, 478 6, 380 9. 1 6, 705 94. 9 10. 0 325 5. 1 6, 915 97. 9 10. 4 535 8. 4 7, 065 100 10. 7 685 10. 7 35-9 103,767 6,930 8.6 7,350 94.2 9.6 420 6.1 7,615 97.6 10.1. 685 9.9 7,800 100 10.4 870 12.6 3S-10 14, 864 7,490 8. 1 8,025 93. 5 9.2 535 7. 1 8, 350 97.3 9. 7 860 11. 5 8, 580 100 10.0 1, 090 14.6 15-11 93,336 8,340 11.3 8,755 92. 8 9. 1 415 5.0 9, 150 97.0 9.6 810 9. 7 9, 435 100 10. 0 1, 095 13. 1 35-12 67, 443 9,735 16.7 10,325 91.3 17.9 590 6.1 10,900 96.4 19.1 1,165 12.0 11,305 100 19.8 1,570 16.1 05-13 45, 145 11,415 17.3 12, 060 90.0 16. 8 645 5. 6 12, 840 95.8 17.8 1, 425 12. 5 13,405 100 18. 6 1, 990 17. 4 05-14 20,283 12, 990 13. 8 13,940 64.6 15.6 950 7.3 14,980 95.2 16.7 1,990 15.3 15,735 100 17.4 2,745 21.1 GS-15 9,441 14, 705 03.2 15, 935 87. 1 14.3 1,230 8. 4 17, 300 54.6 15. 5 2, 595 17. 6 18, 285 100 16. 2 3, 580 24.3 1IS-16 1,124 16,035 9.0 18,035 85.8 13.2 2,000 12.5 19,770 94.0 14.3 3,735 23.3 21,030 (3) 15.0 4,995 31.2 GS-17 468 17, 310 8.0 20,180 84.3 11.9 2,870 16.6 22, 350 93.4 13.1 5,040 29.1 23,930 (3) 13.8 6,620 38.2 GS-18 205 18, 500 '20, 315 82.9 10.7 1,815 9.8 422, 740 92.8 11.9 4,240 22.9 424, 500 (3) 12.6 6,000 32.4 05-19 (5) 422, 245 81.5 9.5 4 25, 150 92.2 10.6 4 27, 290 (3) 11.4 1.IS-20 (3) 4 23, 000 82.1 3.4 4 26, 000 92.9 3.4 '28,000 (3) 2.6 Total_ __ 1, 007, 306 -1 I Rates increased to provide minimum increases of $40, $80, and $120 by January 1963, 1964, and 1965. I Average increase $167, 3 Rates derived by internal alinement, not comparability. 4 Single rate. 'New, Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 10 IthtUlt.M, OF EEDEUAL STATUTORY SALARY SYSTEMS Classification Act salary schedule, January 1963 1 2 3 4 5 6 7 8 9 10 GS-1 $3, 225 $3, 330 $3, 435 $3, 540 $3, 645 $3, 750 $3, 855 $3, 960 $4, 065 $4, 170 GS-2 3,540 3,645 3,750 3,855 3,960 4,065 4, 170 4,275 4,380 4,485 GS-3 3, 800 3, 905 4, 010 4, 115 4, 220 4,330 4, 455 4, 580 4, 705 4, 830 GS-4 4,110 4,250 4.390 4,530 4,670 4,810 4.950 5,090 5,230 5,370 GS-5 4, 565 4, 715 4, 865 5,015 5, 165 5, 315 5, 465 5, 615 5, 765 5,915 GS-6 5,035 5, 205 5, 375 5, 545 5, 715 5, 885 6.055 6, 225 6, 395 6, 565 05-7 5, 540 5, 725 5, 910 6,095 6,280 6, 465 6, 650 6,835 7,020 7, 205 05-8 6,090 6, 295 6, 500 6, 705 6,910 7, 115 7,320 7, 525 7, 730 7, 935 GS-9 6, 675 6, 900 7, 125 7, 350 7, 575 7, 800 8,025 8, 250 8, 475 8, 700 GS-10 7, 290 7, 535 7, 780 8,025 8.270 8, 515 8, 760 9, 005 9, 250 9, 495 05-11 7, 960 8, 225 8, 490 8, 755 9, 020 9, 285 9, 550 9, 815 10, 080 10, 345 GS-12 9.380 9,695 10,010 10,325 10,640 10,955 11,270 11,585 11,900 12,215 GS-13 10, 965 11, 330 11,605 12, 060 12, 425 12, 790 13, 155 13, 520 13, 885 14, 250 GS-14 12, 665 13, 090 13, 515 13, 940 14, 365 14, 790 15, 215 15, 640 16, 065 16, 490 GS-15 14, 495 14, 975 15, 455 15, 935 16, 415 16, 895 17, 375 17, 855 18, 335 18, 815 GS-16 16, 400 16, 945 17, 490 18, 035 18, 580 19, 125 19, 670 GS-17 18, 350 18, 960 19, 570 20, 180 GS-18 20, 315 GS-19 22, 245 GS-20 23, 000 Classification Act salary schedule, January 1964 1 2 3 4 5 6 7 8 9 10 7'-,-"7" mulwmcowww CO CO CO CO CO CO CO CO CO CO CO CO CDOC,00000CC:300000C:500P $3, 265 0 0, N0 00 k.D 0 CO 4=. 00 CCC 0, C.* 0 0 CZ ,1 0 4. CA 0 00 G4 ,4 V 0 0 0 0 C> 0 0 C71 CT CA CA 0 CA CA CA 0 $3, 475 $3, 580 $3, 685 $3, 790 $3, 895 $4, 000 $4, 105 $4, 210 3, 580 3, 790 3, 895 4, 000 4, 105 4, 210 4, 315 4, 420 4, 525 3,840 4, 050 4, 155 4, 260 4, 375 4, 500 4, 625 4, 750 4,875 4, 175 4, 455 4, 595 4, 735 4, 875 5, 015 5, 155 -5, 295 5, 435 4. 645 4, 955 5, 110 5. 265 5, 420 5, 575 5, 730 5, 885 6, 040 5, 165 5, 505 5, 675 5, 845 6, 015 6, 185 6,365 6, 525 6, 695 5, 695 6, 075 6, 265 6, 455 6, 645 6, 835 7,025 7, 215 7,401 6, 285 6, 705 6, 915 7, 125 7, 335 7, 545 7, 755 7, 965 8, 175 6, 925 7, 385 7, 615 7, 845 8, 075 8,305 8, 535 8, 765 8, 995 7, 585 8, 095 8, 350 8, 605 8, 860 9, 115 9, 370 9, 625 9, 880 8,325 8,875 9,150 9,425 0,700 9,975 10.250 10, 525 10, 800 0,010 10, 570 - 10, 900 11,230 11, 560 11,800 12,220 12, 550 12, 880 11, 670 12, 450 12, 840 13, 230 13, 620 14, 010 14, 400 14, 790 15, 180 13, 615 14, 525 14, 980 15,415 15. 890 16, 345 16, 800 17, 255 17, 710 15, 725 16, 775 17, 300 17, 825 18, 350 18, 875 19,400 19,925 20,450 17, 970 19, 170 19, 770 20, 370 20, 970 21, 570 20, 325 21, 675 22, 350 22, 740 25,150 26, 000 Classification Act salary schedule, January 1965 1 2 3 4 5 6 7 8 9 10 GS-1 $3,305 $3,410 $3,511 $3,620 $3,725 $3,830 "$3,935 $4,040 $4,145 $4,250 05-2 3, 620 3, 725 1,830 3,931 4,040 4, 145 4,250 4,355 4,460 4,561 OS-3 3,880 3,985 4,090 4, 195 4,300 4, 405 4, 525 4, 650 4, 775 4,900 GS-4 4,211 4,355 4, 495 4,635 4, 775 4,915 1,055 5, 195 5,335 S,475 GS-5 4,690 4,850 5,010 5,170 5,330 5,490 5,650 5,810 5,970 6,130 GS-6 1,231 5,410 5, 585 5, 760 5, 935 6, 110 6,285 6,460 6, 635 6, 810 GS-7 5,795 5.990 6,185 6,380 6,575 6.770 6,965 7,160 7,155 7,550 GS-8 6, 420 6,635 6, 850 7,065 7,250 7,495 7,710 7,925 8, 140 8,311 GS-9 7,091 7,330 7,565 7,800 8.035 8,270 8,505 8,740 8,975 9,210 GS-10 7,800 8.050 8,320 8,580 8,840 9,100 9,360 9,620 9,880 10, 140 GS-11 8,580 8,865 9,150 9,435 9,720 10,005 10,290 10,575 10,860 11, 145 05-12 10, 270 10, 615 10, 960 11,305 11, 650 11, 995 12,340 12, 685 13, 030 13, 375 05-13 12, 190 12, 595 13.000 13, 405 13, 810 14,215 14, 620 15, 025 15, 430 15, 835 05-14 14, 310 14, 785 15, 260 15, 735 16, 210 16,685 17, 160 17, 635 18, 110 28,581 GS-15 16, 620 17, 175 17, 730 18, 285 18, 840 19, 395 19,950 20, 505 21,050 21, 615 GS-16 19, 125 19, 760 20. 395 21,030 21, 665 22, 300 22, 935 GS-17 21,755 22,480 23,205 23,930 GS-18 24, 500 GS-19 27, 290 GS-20 28, 000 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 APPENDIX 2. POSTAL FIELD SERVICE Analysis of 3-phase salary reform plan for postal field service (based on Bureau of Labor Statistics data, 1961) Current schedule January 1963 January 1964 January 1965 Level . Number of Inter- Inter- Increase at 4th Inter- Increases at 4th Inter- Increases at 4th employees val be- New Percent val be- rate New Percent val be- rate (cumula- New Percent val be- rate (cumula-4th tween 4th of 1961 tween 4th of 1961 tween tive) . 4th of 1961 tween tive) rate levels rate compare- levels rate compare- levels rate compare- levels (per- bility (per- bility (per- bility (per-cent) cent) Dollars Percent cent) Dollars Percent cent) Dollars Percent 'FS-1 4, 124 $3, 805 co w oo oo 00 co OCOC a to 4, m $3, 925 96. 2 120 ? ? ,toocAotow,o.o,00,om.,tvto $4, 035 98. 8 0000000000009.000000 ba .,4,00;0-,AN04003,00C.N. tOcOWC,,,t0.0pCnOCAW,..m. 0100100C7101C,CA000.00.10,,,00 6. 0 $4, 080 100 ........... 000000000009.9.9.9.09.00 m to co CO CO m co co m no 00 tO CO b., pa to to 275 7.2 'FS-2 23, 601 4, 075 4, 245 96. 2 8. 2- 170 4, 365 98. 8 7. 1 4, 415 100 340 8. 3 'FS-3 40, 489 4, 390 4, 595 96. 2 S. 2 205 4, 725 98. 8 7. 6 4, 780 100 390 8. 9 'F5-4 377, 086 4,825 4, 975 96. 2 8. 2 1 150 5, 110 98. 8 5. 9 5, 170 100 345 7. 2 'FS-5 24, 671 5, 085 5, 385 96. 2 8. 2 300 5, 530 98. 8 8. 8 5, 595 100 510 10. 1 'FS-6 11,053 5, 500 5, 830 96. 2 8.2 330 5, 980 98. 8 8. 7 6,055 100 . 555 10. 1 'FS-7 17, 301 1,925 6, 310 96. 2 8. 2 385 6, 475 98. 8 9. 3 6, 550 100 625 10. 5 'FS-8 10, 464 6, 405 6,830 96. 2 8. 2 425 7, 005 98. 8 9.4 7, 085 100 680 10. 6 'FS-9 7,328 6,930 7,390 96.2 8.2 460 7,580 98.8 9.4 7,670 100 740 10.7 'F9-10 3, 517 7, 590 7, 980 93. 8 8. 0 390 8, 290 97. 5 9. 2 8, 505 100 915 12. 1 'FS-11 1, 846 8, 340 8, 755 92. 8 9. 7 415 9, 150 97. 0 9. 7 9, 435 100 1, 095 13. 1 'FS-12 .1,530 9,175 9,605 91.8 9.7 430 10, 100 96.5 10.1 10,465 100 1,290 14.1 'FS-13 1, 029 10, 090 10, 535 90. 8 9. 7 445 11, 155 96. 1 10. 6 11, 605 100 1, 515 15. 0 ?FS-14 704 11, 080 11, 500 89. 8 9. 7 480 12, 315 95.7 11. 1 12,870 100 1,790 16. 2 ?FS-15 315 12,170 12,680 88.8 9.7 510 13, 595 95.3 11.7 14, 270 100 2,100 17.1 ?FS-16 147 13, 300 13, 910 87. 8 9. 7 610 15, 010 94. 8 12. 9 15, 825 100 2, 525 20. i 185-17 38 14,600 . 15, 260 .9 9.7 660 16. 570 94. 4 13.5 17,550 100 2,950 20.2 ?FS-18 12 16, 245 16, 740 86. 0 9. 7 495 18, 290 94. 0 12. 6 19, 460 100 3, 215 19. f ?FS-19 3 117, 095 18, 365 85. 1 9. 7 3 715 20, 195 93. 6 14. 5 21, 580 100 3 3,830 22. 4 ?FS-20 11 2 17, 200 20, 180 84.3 9.9 2 1,150 22,350 93.4 18.2 23, 930 100 2 4,555 26. f Total_ 525,069 1 Average increase $168. 2 Entry rate. 3 3d rate. NoTE.?Salary linkage with Classification Act: P89-4 = GS-5. P11'S-11 = GS-11. P85-20 = GS-17. Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 t.D Postal field .service salary schedule, January 1968 * 1 2 3 4 5 6 7 8 9 10 11 12 13 ' rororororororororororororororotrorororo mcommoammmmmmmmwmmmmmm 8t588-15=8 oc.0000.c.a.cn000000, ..... vo,coc.o.op,m 010.00004U 00.000.010,ACJI $3,565 $3,685 $3,805 '4,116 $4,045 $4,285 $4,405 $4,525 $4,645 $4,765 $4,885 $5,005 3,855 3,985 4,375 4,635 4,765 4,895 5,025 5,155 5,285 5,415 4,175 4,315 4,455 4,735 5,015 5,155 5,295 5,435 5,575 5,715 5,855 4,525 4,675 4,825 5,125 5,425 5,575 5,725 5,875 6,025 6,175 6,325 4,890 5,055 5,220 5,550 5,880 6,045 6,210 6,375 6,540 6,705 6,870 5,305 5,480 5,655 6,005 6,355 6,530 6,705 6,880 7,055 7,230 7,405 5,740 5,930 6,120 6,500 6,880 7,070 7,260 7,450 6,740 6,215 6,420 6,626 7,035 7,445 7,650 7,855 8,060 6,715 6,940 7,165 7,615 8,065 8,290 8,515 8,740 7,260 7,500 7,740 8,220 8,700 8,940 9,180 9,420 7,960 8,225 8,490 9,020 9,550 9,815 10,080 10,345 8,735 9,025 9,315 9,895 10,475 10,765 11,055 11,345 9,575 9,895 10;215 10,855 11,495 11,815 12,135 12,455 10,510 10,860 11,210 11,910 12,610 12,960 13,310 13,660 11,525 11,910 12,295 13,065 13,835 14,220 14,605 14,990 12,650 13,070 13,490 14,330 15,170 15,590 16,010 16,430 13,880 14;340 14,800 15,720 16,610 17,100 17,560 18,020 15,225 15,730 16,235 17,245 18,255 18,760 19,265 19,770 16,700 17,255 17,810 18,920 20,030 18,350 18,960 19,570 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Postal field service salary schedule, January 1964 2 3 4 5 6 7 8 9 10 11 12 13 PFS-1 'ecwa,00-nw...wc.cowoD.=m0 v, ra, v, o v, v, . oc. 00001 000 $3, 785 $3, 910 $4, 035 wooDo.oc?....00NDo.-IND000,. cAcnoc.c.o.c.,...00v.000v.000 $4, 285 $4, 410 $4, 535 $4, 660 $4, 785 $4, 910 $5, 035 $5, 160 PFS-2 4, 095 4, 230 4,165 4, 635 4, 770 4,905 5, 040 5,175 5, 130 5,445 5, 580 PFS-3 4,435 4,580 4,725 5,015 5,160 5,305 5,450 5,595 5,740 5,885 6,030 PFS-4 4,800 4, 955 5, 110 5,420 5,575 5,730 5,885 6, 040 6, 195 6,350 6, 505 PFS-5 5, 190 5,360 5,530 5,870 6, 040 6,210 6,380 6, 550 6, 720 6,890 7,060 PFS-6 5,620 5,800 5,980 6,340 6, 520 6,700 6,880 7,060 7, 240 7,420 7,600 PFS-7 6, 085 6,280 6,475 6,865 7, 060 7,255 7,450 7,645 7,840 PFS-8 6, 585 6, 795 7,005 7,425 7, 635 7,845 8,055 8,265 PFS-9 7, 120 7,350 7, 580 8, 040 8,270 8,500 8, 730 8,960 PFS-10 7, 790 8, 040 8,290 8, 790 9, 040 9,290 9, 540 9,790 PFS-11 8, 600 8,875 9, 150 9, 700 9,975 10,250 10, 525 10,800 PFS-12 9,490 ' 9, 795 10, 100 10, 710 11,015 11,320 11, 625 11, 930 PFS-13 10,475 10,815 11,155 11,635 12,175 12,515 12,855 13, 195 PFS-14 11,565 11,940 12, 315 13, 065 13,440 13,815 14, 190 14, 565 PFS-15 12, 775 13, 185 13, 595 14,415 14, 825 15,235 15,645 16,055 PFS-16 14, 100 14, 555 15, 010 15, 920 16,375 16,630 17,285 17, 740 PFS-17 15, 570 16, 070 16,570 17, 570 18, 070 18,570 19,070 19,570 PFS-18 17, 180 17, 735 18,290 19,400 19,955 20,510 21,065 21,620 PFS-19 18,975 19,585 20, 195 21,415 22,025 PFS-20 21,000 21,675 22,350 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 RM OF FEDERAL STATUTORY SALARY SYSTEMS Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Postal field service salary schedule, January 1965 1 2 3 4. 5 6 7 8 9 10 11 12 13 ,d,t,TPV711-dt,-Clt'ttIt'th:1,170cf,-dtPtt I (1) CD C4 CD CI) CI) CD CD cn CI) (.1') C12 %IGO 1111i11111111111111 ? $3,705 $3,830 $3,955 $4,080 $4,205 $4,330 to* so cn00000c,,00v,n000cnocnocg, $4,580 $4,705 $4,830 $4,955 $5,080 $5,205 4,010 4,145 4,280 4,415 4,550 4,685 4,955 5,090 5,225 5,360 5,495 5,630 4,345 4,490 4,635 4,780 4,925 5,070 5,360 5,505 5,650 5,795 5,940 6,085 4.690 4,850 5,010 5,170 5,330 5,490 5,810 5,970 6,130 6,290 6,450 6,610 5,085 5,255 5,425 5,595 5,765 5,935 6,275 6,445 6,615 6,785 6,955 7,125 5,500 5,685 5,870 6,055 6,240 6,425 6,795 6,980 7,165 7,350 7,535 7,720 5,950 6,150 6,350 6,550 6,750 6,950 7,350 7.550 7,750 7,950 6,440 6,655 6,870 7,085 7,300 7,515 7,945 8,160 8,375 6,965 7,200 7,435 7,670 7,905 8,140 8,610 8,845 9,080 7,725 7,985 8,245 8,505 8,765 9,025 9,545 9,805 10,065 8,580 8,865 9,150 9,435 9,720 10,005 10,575 10,860 11,145 9,520 9,835 10,150 10,465 10,780 11,095 11,725 12,040 12,355 10,555 10,905 11,255 11,605 11,955 12,305 13,005 13,355 13,705 11,700 12,090 12,480 12,870 13,260 13,650 14,430 14,820 15,210 12,980 13,410 13,840 14,270 14,700 15,130 15,990 16,420 16,850 14,400 14,875 15,350 15,825 16,300 16,775 17,725 18,200 18,675 15,960 16,490 17,020 17,550 18,080 18,610 19,670 20,200 20,730 17,690 18.280 18,870 19,460 20.050 20,640 21.820 22,410 23,000 19,615 20,270 20,925 21,580 22,235 22.890 21,755 22,480 23,205 23,930 Declassified and Approved For Release @ 50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 t\D REFORM OF FEDERAL STATUTORY SALARY SY&EiVffi Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS APPENDIX 3. EXAMPLES OF STATE, LOCAL GOVERNMENT, AND UNIVERSITY SALARIES Salary rates for elected and appointed officials, New York State government 23 Governor $50, 000 Department, Audit of Control 30, 000 Department, Law 30, 000 Commissioner, agriculture and markets 27, 500 Commissioner, commerce 27, 500 Commissioner, conservation 27, 500 Commissioner, correction 27, 500 Commissioner, education 27, 500 Commissioner, health 27, 500 Commissioner, industry 27, 500 Commissioner, mental hygiene 27, 500 Commissioner, motor vehicles 27, 500 Commissioner, social welfare 27, 500 Commissioner, taxation of finance Commissioner, civil service 27, 27, 500 500 Superintendent, banks 27, 500 President, State university 27, 500 Superintendent, insurance 27, 500 Chairman, public service 27, 500 Superintendent, public works 27, 500 Secretary of the State 27, 500 President, Tax Commission 27, 500 Secretary to the Governor 27, 500 Director of the budget 27, 500 Counsel to the Governor Other department heads and board members $17, 500- 27, 26, 500 000 Salaries of school superintendents and city managers School superintendents: Rate Chicago, Ill $40, 000 New York City, N.Y 37, 500 Los Angeles, Calif 38, 000 Dallas, Tex 30, 000 Detroit, Mich 30, 000 Long Beach, Calif 29, 000 San Francisco, Calif 29, 000 Minneapolis, Minn 28, 000 Philadelphia, Pa 26, 000 Milwaukee, Wis 26, 000 Akron, Ohio 25, 000 Fort Wayne, Ind 25, 000 Houston, Tex 25, 000 Tucson, Ariz 23, 950 Richmond, Va 23, 100 City managers: Cincinnati, Ohio 30, 000 Norfolk, Va 30, 000 San Diego, Calif 28, 000 Richmond, Va 25, 300 Oakland, Calif 25, 000 Dallas, Tex 24, 808 Kansas City, Mo 24, 000 Des Moines, Iowa 21, 000 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6 24 REFORM OF FEDERAL STATUTORY SALARY SYSTEMS Top career salary rates, State and local governments States: Top rate or range California $16, 860?$20, 484 Georgia 16, 740? 22, 020 Illinois 16, 500? 20, 040 Michigan 25, 348? 29, 754 New York 18, 630? 22, 627 Ohio 15, 840? 18, 720 Pennsylvania 16, 170? 21, 672 Localities: Los Angeles County, Calif 31, 700 Los Angeles (City), Calif 23, 028? 28, 692 Denver, Colo 16, 800? 21, 876 Detroit, Mich 18, 531? 20, 506 St. Louis, Mo 20, 790? 24, 999 San Francisco, Calif 22, 572? 27, 444 Philadelphia, Pa 23, 079 SALARIES OF COLLEGE PRESIDENTS AND FACULTIES According to a survey conducted by the National Education Association in 1961-62, covering 897 educational institutions: 2 college presidents were paid $45,000 or more 81 college presidents were paid 25,000 or more 228 college presidents were paid 18,500 or more 31 college vice presidents were paid 25.000 or more 105 college vice presidents were paid 18,500 or more 628 professors were paid 18,000 or more 2,422 professors were paid 15,000 or more NovE.?Revised March 1962 to show 1961-62 survey results. Declassified and Approved For Release @50-Yr 2014/02/19: CIA-RDP65B00383R000500030003-6

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